What do you do if senior leaders in Global Talent Acquisition are resistant to feedback?

1 Understand the barriers

Understanding why senior leaders in GTA may be resistant to feedback is the first step. This could be due to a fixed mindset or fear of failure, a lack of trust or rapport, a different communication style or preference, or a cultural or generational gap. Identifying these barriers will help you tailor your feedback approach and address the underlying concerns.

2 Choose the right time and place

When giving or requesting feedback, it is important to be mindful of the time and place. To ensure a positive experience, you should ask for permission and schedule a meeting in advance. Additionally, it is beneficial to find a private and comfortable setting where you won't be disturbed. To foster a respectful environment, you should take a neutral and constructive tone, avoiding accusations or judgments. Additionally, focus on the behavior and the impact rather than the person or intention. Utilizing specific examples and data to support your feedback can also be beneficial. By taking these steps, you can create a safe and respectful environment for feedback.

3 Use the SBI model

The third step is to use a simple and effective feedback model that can help you structure your feedback and make it clear and actionable. The SBI model stands for Situation, Behavior, and Impact. For example, you could say: "Last week, when we had a video call with our client in Japan, your interruptions made them feel disrespected and frustrated, thus damaging our relationship with them." By using the SBI model, you can avoid vague or ambiguous feedback and focus on the facts and the consequences.

4 Listen and empathize

The fourth step is to listen and empathize with the senior leader's response to your feedback. You should use open-ended questions and active listening skills to encourage dialogue and understanding, while also paraphrasing and summarizing what they say to check for clarity and accuracy. Additionally, express appreciation and recognition for their strengths and achievements. It is important to avoid arguing, blaming, or interrupting them, as well as ask for their feedback on your feedback and how you can improve. Through these actions, you can build trust and rapport, as well as demonstrate that you are giving feedback for their benefit, not yours.

5 Agree on action steps

The fifth step in providing feedback to senior leaders in GTA is to agree on action steps that they can take to improve their behavior or performance based on your feedback. You can help them set realistic and measurable goals, and offer your support and resources. To do this, you should ask them what they think they can do differently or better next time, suggest specific and relevant actions or solutions that they can try or implement, agree on a timeline and a follow-up plan to monitor their progress and provide feedback, offer your help, coaching, or mentoring if needed or requested, and celebrate their achievements and improvements. This way, you can ensure that your feedback leads to positive change and results, while helping to foster a feedback culture that benefits everyone.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?